Rawalpindi Waste Management Company

"We Are Doing Everything We Can, To Give Rawalpindi A Neat And Clean Look."

Irfan Ahmed Qureshi (Managing Director)

Our Profile

Solid Waste Management has long been an ignored sector due to lack of commitment and resolve by recent goverments. RWMC, established under the section 42 of the Companies Ordinance 1984 aims to solve this problem in coordination with City District Government. We are a not for profit organization and are governed by a board of directors headed by a Chairman.

Our Vision

Transformation of Rawalpindi as one of the cleanest cities in the world by providing customized solutions in consultation with professionals and private allies to ensure a sustainable,safe,clean and green environment.

Our Activities

Night & Day Complaint Cell

We have established a 24/7 Complaint Redressal System (helpline 1139). Using this RWMC has processed more than 5000 complaints to date. Apart from this our complaints cell can also be contacted via social media.

War On Dengue

We are playing a lead role in fight against Dengue. Our waste disposal teams are hard at work clearing the area of all forms trash and maintaining a clean environment crucial for curtailing the spread of this epidemic. Our ongoing public outreach program has and continues to help and educate citizens of the dangers of this disease.

Waste To Energy

In light of the current power crisis in Pakistan, RWMC has started research on generating power from collected waste. Waste to Energy is now considered a reliable form of renewable energy and has become a basis for solid waste management in many developed countries around the globe.

Our Contractor

RWMC has concluded a seven year long contract with Turkish Company Al-Bayrak, which has promised to boost waste management with modern technology. Al-bayarak has brought in state to the art waste disposal machinery as well mechanical road washers and will start door collection in all Union Councils (UC) of Rawalpindi.

HRM?

Human resource management constitutes of two major terms.

1. Human resource2. Management

HR simply means people at work. An organization cannot exist without human resource. Organization constitutes four important M's i.e. Men, Money, Materials and Machinery which are most significant resource of any organization.

Human resource management means management of people at work. HRM is the process which binds people with organizations and helps both people and organization to achieve each other’s goal. As organization consists of people, therefore acquiring them, developing their skills, providing them motivation in order to attain higher goal and ensuring that the level of commitment is maintained are the important activities.

HRM is the field of management which plans, organizes, controls the functions of procurement, development, maintenance and utilization of the work force so that.

1. Organization goals can be accomplished.

2. Objectives of society can be accomplished.

What is Strategy?

L;Strategy in simple terms means unified course of action to achieve the goal. Strategy is a comprehensive plan for accomplishing an organizations goal.

Definition of strategy:A strategy is a pattern or plan that integrates the organizations major goals, policies and action sequences into a cohesive whole.

Strategy is a company’s plan on order to balance its internal strength and weaknesses with external opportunities and threats in order to gain and sustain a competitive advantage.

Companies generally formulate 3 types of strategies:

Corporate strategy:

It identifies the mix of business the firm will engage in and the ways in which these business will relate to each other. It is concerned with the overall purpose and scope of the business to meet stakeholders expectations. This is a crucial level since it is heavily influenced by investors in the business acts to guide strategic decision making throughout the business. Corporate strategy is often stated explicitly in a mission statement.

Business unit strategy:

It identifies how each of the firms business will compete in the marketplace. It concerns with strategic decisions about choice of products, meeting needs of customers, gaining advantage over competitors, exploiting or creating new opportunities etc

Operational or functional Strategy:

It identifies how manufacturing, marketing and other functions will contribute to business strategy. It is concerned with how each part of the business is organized to deliver the corporate and business-unit level strategic direction. Operational strategy therefore focuses on issues of resources, processes, people etc.

Strategic management involves the following processes:

1. First step of strategic management is concerned with defining the companies vision, mission and purpose.

2. It identifies the company’s internal strength and weaknesses.3. It analyzes the opportunities and threats of external environment.4. Developing strategies that will match strengths and weaknesses with the opportunities and

threats.5. Implementing the strategies developed in step 4.6. Evaluating and controlling the process in order to ensure the achievement of organizations

objectives.

What is Strategic Human Resource Management?

SHRM refers to the proactive and organized alignment of human resource systems, processes, policies and practices as a whole with the mission and strategic objectives of the larger organization. Primary objective of SHRM is to enhance employee-managerial & organizational effectiveness and performance. It may be defined as an integration of HRM with the strategic goals and corporate strategy so as to improve business performance and achieve organization goals. n organization can gain competitive advantage by strategically use of its human resources. The aim of SHRM is to ensure that the culture, style & structure of the organization and quality, commitment & motivation of employees contribute fully to the achievement of objectives.

Functions of Human Resource Management

Main functions of HRM include procurement, development, compensation, integration and maintenance. These functions can be described as:

Procurement

It means hiring right number of people and right kind of people. Procurement includes following sub activities as job analysis, manpower planning, recruitment, selection, placement, induction, promotion, demotion and separation.

Development

It means enhancing knowledge, skills, attitude, abilities of employees in order to attain organizational objectives. It includes sub activities like performance appraisal, training of operations, development, career planning, succession planning, career counseling.

Compensation

It means providing fair and equitable remuneration to employees, it includes sub activities as job evaluation and wages and salary administration

Integration

It means co-ordination, co-operation interaction and unity within teams, between employee,employer, organization and government. In order to maintain harmony and harmonious relationship between them, It includes sub-activities as motivation, job satisfaction, grievance redressal, workers participation in management, collective bargaining and disciplinary procedures.

Maintenance

HRM is also responsible for maintaining employee welfare like proper canteens, rest rooms, health of the employee, safety of the employee, social security and job security of the employees.

Scope of HRM can be classified in following aspects

The Welfare aspect

This aspect of HRM includes working conditions and facilities such as canteens, rest rooms, housing, creches, lunch rooms, transport, health, education, medical help and safety, washing facilities and recreation etc.

Labour and Human resource aspect

It includes man power planning, recruitment, selection, placement, induction, transfer, promotion, demotion, termination, training and development, layoff and retrenchment etc.

Industrial Relations aspect

It concerns with organizations relations with their employees, it includes relations between union and management, collective bargaining, negotiation, consultation, grievance handling, disciplinary actions, settlement of industrial disputes etc.